With The Use Of Motivation Theory Essay

work so as to match the nature of the work with the nature of the employee this helps make the work as interesting

The term motivation and empowerment is a universal concept that is hoped to work towards the good of any organization. Motivation and empowerment does not come from rewards to employees but instead, recognition, responsibility and advancement. Leaders who are effective in motivating and empowering their staff have acquired a great achievement, which can increase efficiency, and self development of skills and abilities. When employers are concerned about the welfare and needs of their staff, this provides trust among staff. The purpose of this paper is to compare motivation and

Chapter I - Introduction 1.2 Problem statement and research questions “To what extent do motivational theories generalize across cultures, in explaining employees’ motivation?”

Motivation is the general desire a person has to do something. It gives individuals an inner drive to complete a goal. In order for a person to aspire

Management must clearly define individual, groups, teams, and unit roles and responsibilities and explain how each is importance for the success of the organization. Furthermore, managers need to provide training, career development programs, and opportunities for advance as a technique to motivate employees. In addition, relationship building activities and off-site should be conducted to allow managers the opportunity to get a better understand of individual employees and the diverse cultures that make up the organization (Bueno & Tubbs, 2004; Vallaster, 2004; Kedia, Nordtvedt, & Perez, 2002).

Motivation is the “why” behind our behaviors. Behavior that is usually goal-oriented. The forces that lie beneath motivation can be biological, social, emotional or cognitive in nature. There are, indeed, a plethora of inducements that cause us to act the way we act and do the things we do. They include things like quenching our thirst, reading to gain knowledge, studying to ace an exam, surpassing quotas and meeting deadlines for a promotion, etc. According to Kendra Cherry’s article on “WHAT IS MOTIVATION”, there are three components of motivation: activation, persistence and intensity. Activation is the decision to initiate a behavior. Persistence is the continued effort toward a goal even though obstacles may exist. Intensity is the

Social needs - Once the first two needs are reasonably satisfied, social needs such as needing acceptance, giving and receiving affection and "belonging" become things that people want

As the economy continues to struggle, it becomes more and more difficult to find ways to continue to motivate employees. To motivate your staff, you must be a role model to the staff and pave the way for motivation. The result of productivity within the business is measured by the effort that a manager puts into the employees to improve their occupational performances. It it thought that motivation comes from within ourselves, although, motivation from an outside source can boost the work rate as well. In today’s workforce, a manager endures various challenges with motivating their employees that did not exist in the workforce fifty years ago. Each challenge that a manager experiences ties hand in hand with one another and are all equally important. The three challenges that I will be discussing in this paper include: lack of communication, diversity and personal issues.

This theory states that people act the way that they do based on whether certain needs have been met. For example, if the lower-order needs of physiological and safety needs have not been met, then someone cannot be concerned with social needs, like friendship. Each need does not

Motivation in the workplace is one of the major concerns that managers face when trying to encourage their employees to work harder and do what is expected of them on a day-to-day basis. According to Organizational Behavior by John R. Schermerhorn, James G. Hunt and Richard N. Osborn the definition of motivation is "the individual forces that account for the direction, level, and persistence of a person's effort expended at work." They go on to say that "motivation is a key concern in firms across the globe." Through the years there have been several theories as to what motivates employees to do their best at work. In order to better understand these theories we will apply them to a fictitious organization that has the following

Motivation can be defined as a process that starts with a physiological deficiency that activates a push that is aimed at a goal incentive The aim of this essay is to show that how motivation can be an important factor for better performance of employees in a sector (Steininger, 1994).

During my interview with my director we discussed McClelland’s Three-Needs Theory. This theory asserts that employees acquire one or more of three types of “needs” that motivate them to excel at work—the need for achievement (“nAch”), the need for power (“nPow”), and the need for affiliation (“nAff”). He we asked how these needs have impacted him throughout his career with managing employees, managing managers, and how these needs have changed in himself throughout his own career. One thing that surprised me the most in the interview is when we discussed his needs throughout his career and how they fit into this theory. In our course module it is said that it is understood that the best managers tend to be higher nPow and lower nAff, as

This theory of needs was popularized by David McClelland. He is a behavioural psychologist in American. According to McClelland, the motivators in the theory are learned. That why this theory sometimes was called the Learned Needs Theory. It was building on earlier work of Henry Murray in 1928, David McClelland (1961) was make an experiment that the motivation of an individual might influence from three dominant of needs, which is the Need for Achievement, Power and Affiliation. These three needs will occur when someone is acting according with their desire and behaviour.

* Self-actualization needs: the managers can give the employees in addition to growth opportunities, challenging jobs in which the employees’ skills and competencies are fully utilized.

The behaviour of an individual at a particular moment is usually determined by his strongest need. Psychologies claim that needs have a certain priority. As the more basis needs are satisfied, an individual seeks to satisfy the higher needs. If his basic need sere not met, efforts to satisfy the higher need should be postponed.